What's noticeable, and telling, about That Fuckwit's attack on DEI is how hopeless the response to it is, how hard it is to find anyone saying anything more than "oh but lovely diversity!"
No wonder the goddam right is winning.
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The point about DEI is that it's how you hire the best. It's not a charitable endeavour, it's a tool to stop your workplaces being dominated by mediocre people from the same background who know how to game the system.
But as far I can see, nobody is even making that argument. The worst thing about attacking DEI seems to be that it's vulgar. God it's bleak
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@MikeMorris I wish more people understood this.
One thing we did for DEI is that we started blinding our code challenges, so that the reviewers don't know anything about who wrote a particular solution.
It is all about eliminating latent biases.
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@forse @MikeMorris Yes. I've hypothesized that ideal system is blinded check for minimal qualifications with utterly no attempt to rank or find best candidates. Random selection among qualified pool. Not only should this eliminate bias, but it also eliminates a huge inefficiency in the form of wasted effort trying to make oneself stand out and effort in evaluation.
But you still need to make environments non hostile to everyone but the traditional in groups or you won't have the applicants.
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@dalias @forse @MikeMorris We live in a real world where there is a large portion of people with racist and sexist biases. It's pervasive, and includes internalized racism and internalized sexism. That's baseline reality.
The result is a bias to hire and pay more to mediocre white men.
According to supply and demand, this means you can get better personnel by actively seeking those who others are biased against. Your ideal hiring practice shouldn't be blind, it should exploit the extra supply.
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@isaackuo @dalias @MikeMorris Random selection seems a very interesting approach! O_O
Yes, you do need to foster a culture that makes everyone feel welcome.
And yes, there are practical advantages at hiring people others are biased against.
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@forse @isaackuo @dalias @MikeMorris The opposite of DEI isn't meritocracy. It's PNC: Prejudice, Nepotism, and Cronyism.
What does non-DEI hiring look like?
Don Jr, Ivanka, and Jared Kushner in senior roles.
Lachlan Murdoch running News Corp.
JD Vance's new press secretary, Buckley Carlson: https://www.hindustantimes.com/world-news/us-news/tucker-carlsons-son-buckley-secures-key-white-house-role-igniting-nepotism-row-101738055939678.html
Clearly noone would say these non-DEI hires were solely on merit.
And that's what DEI does: It counterbalances the advantages that nepobabies have through prejudice, nepotism, and cronyism.
It gives people who are working class, women, or non-white a fighting chance to be hired on merit over a crony or a nepobaby.
There's another side to DEI beyond hiring.
It's about preventing racial and religious vilification in the workforce.
It's about preventing sexual harassment in the workforce.
It's about preventing bullying, including homophobic and transphobic vilification, in the workforce.
Take a look at the lawsuits Tesla and SpaceX have settled to see what a workforce without those guardrails looks like.
Does anyone genuinely think a workplace would be more productive if people regularly shout out the N-word?
If female staff are being pressured into sex by bosses?
If gay, lesbian, and trans staff are being physically threatened because of who they are?
That's why we need DEI.
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